Date submitted:
Unique report number: t6ebkzxjen
2014-15 public report form submitted by Charles Sturt
University to the Workplace Gender Equality Agency
Organisation and contact details
Organisation
registration
Organisation
details
Reporting
structure
Legal name
ABN
ANZSIC
Trading name/s
ASX code (if
relevant)
Postal address
Organisation
phone number
Number of
employees covered
in this report
submission
Other
organisations
reported on in this
report
Charles Sturt University
83878708551
8102 Higher Education
Panorama Avenue
BATHURST NSW 2795
Australia
(02) 6338 4000
2,894
Page 1 of 18
Date submitted:
Unique report number: t6ebkzxjen
Workplace profile
Manager
Manager occupational categories
Reporting level to CEO
CEO/Head of Business in Australia
0
Key management personnel
-1
Other executives/General managers
-2
Senior Managers
-3
Other managers
-4
Grand total: all managers
Employment status
Full-time permanent
Full-time contract
Part-time permanent
Part-time contract
Casual
Full-time permanent
Full-time contract
Part-time permanent
Part-time contract
Casual
Full-time permanent
Full-time contract
Part-time permanent
Part-time contract
Casual
Full-time permanent
Full-time contract
Part-time permanent
Part-time contract
Casual
Full-time permanent
Full-time contract
Part-time permanent
Part-time contract
Casual
F
0
0
0
0
0
0
1
0
0
0
2
11
0
1
0
1
15
0
0
0
67
13
3
4
0
118
No. of employees
M
Total employees
0
0
1
1
0
0
0
0
0
0
0
0
4
5
0
0
0
0
0
0
2
4
5
16
0
0
2
3
0
0
2
3
28
43
0
0
0
0
0
0
58
125
4
17
0
3
1
5
0
0
107
225
Page 2 of 18
Date submitted:
Unique report number: t6ebkzxjen
Non-manager
Non-manager occupational
categories
Professionals
Technicians and trade
Community and personal
service
Clerical and administrative
Sales
Employment
status
Full-time
permanent
Full-time contract
Part-time
permanent
Part-time
contract
Casual
Full-time
permanent
Full-time contract
Part-time
permanent
Part-time
contract
Casual
Full-time
permanent
Full-time contract
Part-time
permanent
Part-time
contract
Casual
Full-time
permanent
Full-time contract
Part-time
permanent
Part-time
contract
Casual
Full-time
permanent
Full-time contract
Part-time
permanent
No. of employees (excluding graduates and
apprentices)
F
M
No. of graduates (if
applicable)
F
M
No. of apprentices (if
applicable)
F
M
Total
employees
395
375
0
0
0
0
770
92
96
0
0
0
0
188
72
33
0
0
0
0
105
60
35
0
0
0
0
95
186
101
0
0
0
0
287
7
33
0
0
0
0
40
0
0
0
0
0
0
0
3
1
0
0
0
0
4
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
292
52
0
0
0
0
344
45
15
0
0
0
0
60
130
9
0
0
0
0
139
27
1
0
0
0
0
28
384
145
0
0
0
0
529
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
Page 3 of 18
Date submitted:
Unique report number: t6ebkzxjen
Non-manager occupational
categories
Machinery operators and drivers
Labourers
Others
Grand total: all non-managers
Employment
status
Part-time
contract
Casual
Full-time
permanent
Full-time contract
Part-time
permanent
Part-time
contract
Casual
Full-time
permanent
Full-time contract
Part-time
permanent
Part-time
contract
Casual
Full-time
permanent
Full-time contract
Part-time
permanent
Part-time
contract
Casual
No. of employees (excluding graduates and
apprentices)
F
M
No. of graduates (if
applicable)
F
M
No. of apprentices (if
applicable)
F
M
Total
employees
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
2
0
0
0
0
2
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
23
29
0
0
0
0
52
0
0
0
0
0
0
0
16
6
0
0
0
0
22
4
0
0
0
0
0
4
0
1,736
0
933
0
0
0
0
0
0
0
0
0
2,669
Page 4 of 18
Date submitted:
Unique report number: t6ebkzxjen
Reporting questionnaire
Gender equality indicator 1: Gender composition of workforce
Note:
Additional help can be accessed by hovering your cursor over question text.
1
Do you have formal policies or formal strategies in place that SPECIFICALLY
SUPPORT GENDER EQUALITY in relation to:
1.1
Recruitment?
Yes (you can select policy and/or strategy options)
Standalone policy
Policy is contained within another policy
Standalone strategy
Strategy is contained within another strategy
No
No, currently under development
No, insufficient human resources staff
No, don't have expertise
No, not a priority
1.2
Retention?
Yes (you can select policy and/or strategy options)
Standalone policy
Policy is contained within another policy
Standalone strategy
Strategy is contained within another strategy
No
No, currently under development
No, insufficient human resources staff
No, don't have expertise
No, not a priority
1.3
Performance management processes?
Yes (you can select policy and/or strategy options)
Standalone policy
Policy is contained within another policy
Standalone strategy
Strategy is contained within another strategy
No
No, currently under development
No, insufficient human resources staff
No, don't have expertise
No, not a priority
1.4
Promotions?
Yes (you can select policy and/or strategy options)
Standalone policy
Policy is contained within another policy
Standalone strategy
Strategy is contained within another strategy
No
No, currently under development
No, insufficient human resources staff
No, don't have expertise
No, not a priority
Page 5 of 18
Date submitted:
Unique report number: t6ebkzxjen
1.5
Talent identification/identification of high potentials?
Yes (you can select policy and/or strategy options)
Standalone policy
Policy is contained within another policy
Standalone strategy
Strategy is contained within another strategy
No
No, currently under development
No, insufficient human resources staff
No, don't have expertise
No, not a priority
1.6
Succession planning?
Yes (you can select policy and/or strategy options)
Standalone policy
Policy is contained within another policy
Standalone strategy
Strategy is contained within another strategy
No
No, currently under development
No, insufficient human resources staff
No, don't have expertise
No, not a priority
1.7
Training and development?
Yes (you can select policy and/or strategy options)
Standalone policy
Policy is contained within another policy
Standalone strategy
Strategy is contained within another strategy
No
No, currently under development
No, insufficient human resources staff
No, don't have expertise
No, not a priority
1.8
Resignations?
Yes (you can select policy and/or strategy options)
Standalone policy
Policy is contained within another policy
Standalone strategy
Strategy is contained within another strategy
No
No, currently under development
No, insufficient human resources staff
No, don't have expertise
No, not a priority
1.9
Key performance indicators for managers relating to gender equality?
Yes (you can select policy and/or strategy options)
Standalone policy
Policy is contained within another policy
Standalone strategy
Strategy is contained within another strategy
No
No, currently under development
No, insufficient human resources staff
No, don't have expertise
No, not a priority
Page 6 of 18
Date submitted:
Unique report number: t6ebkzxjen
1.10
Gender equality overall?
Yes (you can select policy and/or strategy options)
Standalone policy
Policy is contained within another policy
Standalone strategy
Strategy is contained within another strategy
No
No, currently under development
No, insufficient human resources staff
No, don't have expertise
No, not a priority
1.11
You may provide details of other formal policies or formal strategies that specifically
support gender equality that may be in place:
Policy on Balancing Work and Family Responsibilities
Policy on Breastfeeding
Childcare of Campus
Communicating without Bias
Leadership Development for Women
Senior Womens Forum
Allowance for Dependent Care Expenses while travelling on University Business
Family Related Leave
Remote Work Policy
1.12
Should you wish to provide additional information on any of your responses under
Gender equality indicator 1, please do so below:
Gender equality indicator 2: Gender composition of governing bodies
2
Does your organisation, or any organisation you are reporting on, have a governing
body/board?
Yes
No
2.1
Please complete the table below. List the names of organisations on whose
governing bodies/boards you are reporting. For each organisation, enter the gender
composition (in numbers, not percentages) of that governing body/board; and where in place,
include what percentage target has been set relating to the representation of women, and the
year the target is to be reached.
IMPORTANT NOTE: where an organisation name has been entered in the table, you must
enter the gender composition NUMBERS of that governing body/board. If no target has been
set for that particular governing body/board, please enter the number 0 in the '% Target'
column and leave the 'Year to be reached' column blank. Otherwise, please enter a number
from 0-100 in the '% Target' column and a date in the format of YYYY in the ' Year to be
reached' column.
Gender and
Gender and
% target for
NUMBER
NUMBER (NOT
representation
Year to be
(NOT
percentage) of
of women on
reached
percentage) of
other board
each board
chairperson/s
members
Organisation
name
(in YYYY
(enter a
format; if no
percentage
target has
number from
F
M
F
M
been set,
0-100)
leave blank)
Page 7 of 18
Date submitted:
Unique report number: t6ebkzxjen
Organisation
name
1
Charles
Sturt
University
Gender and
NUMBER
(NOT
percentage) of
chairperson/s
Gender and
NUMBER (NOT
percentage) of
other board
members
F
M
F
M
1
0
7
7
% target for
representation
of women on
each board
Year to be
reached
(enter a
percentage
number from
0-100)
(in YYYY
format; if no
target has
been set,
leave blank)
50
2015
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
Page 8 of 18
Date submitted:
Unique report number: t6ebkzxjen
Organisation
name
Gender and
NUMBER
(NOT
percentage) of
chairperson/s
F
M
Gender and
NUMBER (NOT
percentage) of
other board
members
F
M
% target for
representation
of women on
each board
Year to be
reached
(enter a
percentage
number from
0-100)
(in YYYY
format; if no
target has
been set,
leave blank)
25
26
27
28
29
30
2.1a
If you have reported a large number of governing body/board members (over 17) for
any organisation listed as having a governing body/board in the table in question 2.1, please
tick the box confirming this is an accurate NUMBER, and NOT a PERCENTAGE.
Yes, the data provided in question 2.1 reflect numbers not percentages.
2.2
For any governing bodies/boards where a target relating to the representation of
women has not been set, you may specify why below:
Governing body has gender balance (e.g. 40% women/40% men/20% either)
Currently under development
Insufficient human resources staff
Don’t have expertise
Do not have control over board appointments (provide details why):
Not a priority
Other (provide details):
2.3
Do you have a formal selection policy or formal selection strategy for governing
body/board members for ALL organisations covered in this report?
Yes
Standalone policy
Policy is contained within another policy
Standalone strategy
Strategy is contained within another strategy
No
No, in place for some governing bodies
No, currently under development
No, insufficient human resources staff
No, do not have control over board appointments (provide details why):
No, don't have expertise
No, not a priority
No, other (provide details):
Page 9 of 18
Date submitted:
Unique report number: t6ebkzxjen
2.4
Partnership structures only: (do NOT answer this question if your organisation is an
incorporated entity (i.e. Pty Ltd, Ltd or Inc)). For partnerships, please enter the total number of
female and male equity partners (excluding the managing partner) in the following table.
Details of your managing partner should be included separately in the CEO row of your
workplace profile. If you have a separate governing body/board of directors, please enter its
composition in question 2.1.
FullPartFullParttime
time
time
time
females females males
males
Equity partners who ARE key management
personnel (KMPs) (excluding your managing
partner)
Equity partners who are NOT key management
personnel (KMPs)
2.5
Should you wish to provide additional information on any of your responses under
Gender equality indicator 2, please do so below:
We exceeded our 50% target with the appointment of a female Chancellor in December 2014.
Gender equality indicator 3: Equal remuneration between women and men
3
Do you have a formal policy or strategy on remuneration generally?
Yes
Standalone policy
Policy is contained within another policy
Standalone strategy
Strategy is contained within another strategy
No
No, currently under development
No, insufficient human resources staff
No, included in workplace agreement
No, don’t have expertise
No, salaries set by awards or industrial agreements
No, non-award employees paid market rate
No, not a priority
No, other (provide details):
3.1
Are specific gender pay equity objectives included in your formal policy or formal
strategy?
Yes (provide details in questions 3.2 and/or 3.3 below)
No
No, currently under development
No, insufficient human resources staff
No, don’t have expertise
No, salaries set by awards or industrial agreements
No, non-award employees are paid market rate
No, not a priority
No, other (provide details):
Remuneration is set by the Enterprise Agreement based on a specific classification
system. Job evaluation processes are non-discriminatory (applied to the position, not
incumbent). Salary progression through increments is automatic unless performance is
unsatisfactory (managed by a specific process). Academic promotion procedures and
outcomes are are reviewed regularly for gender bias. Analysis of gender salary
differentials is undertaken annually and strategies are introduced to address the pay
equity gap (such as leadership development for women programs, search strategy aimed
at attracting qualified women to apply for vacant senior positions).
Page 10 of 18
Date submitted:
Unique report number: t6ebkzxjen
4
Has a gender remuneration gap analysis been undertaken?
Yes. When was the most recent gender remuneration gap analysis undertaken?
Within last 12 months
Within last 1-2 years
More than 2 years ago but less than 4 years ago
Other (provide details):
No
No, currently under development
No, insufficient human resources staff
No, don’t have expertise
No, salaries for ALL employees (including managers) are set by awards or industrial
agreements, AND there is no room for discretion in pay changes (for example because pay
increases occur only when there is a change in tenure or qualifications)
No, salaries for SOME or ALL employees (including managers) are set by awards or
industrial agreements and there IS room for discretion in pay changes (because pay
increases can occur with some discretion such as performance assessments)
No, non-award employees are paid market rate
No, not a priority
No, other (provide details):
4.01
Should you wish to provide details on the type of gender remuneration gap analysis
that has been undertaken (for example like-for-like, organisation-wide), please do so below:
4.1
Were any actions taken as a result of your gender remuneration gap analysis?
Yes - please indicate what actions were taken (more than one option can be selected):
Created a pay equity strategy or action plan
Identified cause/s of the gaps
Reviewed remuneration decision-making processes
Analysed commencement salaries by gender to ensure there are no pay gaps
Analysed performance ratings to ensure there is no gender bias (including
unconscious bias)
Analysed performance pay to ensure there is no gender bias (including
unconscious bias)
Trained people-managers in addressing gender bias (including unconscious bias)
Set targets to reduce any like-for-like gaps
Set targets to reduce any organisation-wide gaps
Reported pay equity metrics to the board
Reported pay equity metrics to the executive
Corrected like-for-like gaps
Conducted a gender-based job evaluation process
Implemented other changes (provide details):
Set targets in key University plans. Continued to implement strategies such as
leadership for women program and conference, and strategies to increase the
proportion of women in the applicant pool for senior management positions.
No
No unexplainable or unjustifiable gaps identified
No, currently under development
No, insufficient human resources staff
No, don’t have expertise
No, salaries set by awards or industrial agreements
No, non-award employees are paid market rate
No, unable to address cause/s of gaps (provide details why):
No, not a priority
No, other (provide details):
Page 11 of 18
Date submitted:
Unique report number: t6ebkzxjen
4.2
Should you wish to provide additional information on any of your responses under
Gender equality indicator 3, please do so below:
Gender equality indicator 4: Flexible working and support for employees with family and
caring responsibilities
5
Do you provide employer funded paid parental leave for PRIMARY CARERS, in
addition to any government funded parental leave scheme for primary carers?
Yes
No
No, currently being considered
No, insufficient human resources staff
No, government scheme is sufficient
No, don’t know how to implement
No, not a priority
No, other (provide details):
5.1
Please indicate the number of weeks of employer funded parental leave that are
provided for primary carers.
26
5.2
How is employer funded paid parental leave provided to the primary carer?
By paying the gap between the employee’s salary and the government’s paid parental
leave scheme
By paying the employee’s full salary (in addition to the government’s paid scheme),
regardless of the period of time over which it is paid. For example, full pay for 12 weeks or
half pay for 24 weeks
As a lump sum payment (paid pre- or post- parental leave, or a combination)
6
Do you provide employer funded paid parental leave for SECONDARY CARERS, in
addition to any government funded parental leave scheme for secondary carers?
Yes, one week or greater
Yes, less than one week
No
No, currently being considered
No, insufficient human resources staff
No, government scheme is sufficient
No, don’t know how to implement
No, not a priority
No, other (provide details):
6.1
Please indicate the number of weeks of employer funded parental leave that are
provided for secondary carers.
2
7
How many female and male managers, and female and male non-managers, have
utilised parental leave (paid and/or unpaid) during the past reporting period?
Primary carer's leave
Secondary carer's leave
Female
Male
Female
Male
4
0
0
2
Managers
Non-managers
60
3
0
25
Page 12 of 18
Date submitted:
Unique report number: t6ebkzxjen
8
What proportion of your total workforce has access to employer funded paid parental
leave?
Primary carer's leave
Secondary carer's leave
71.8
71.8
%
9
Do you have a formal policy or formal strategy on flexible working arrangements?
Yes
Standalone policy
Policy is contained within another policy
Standalone strategy
Strategy is contained within another strategy
No
No, currently under development
No, insufficient human resources staff
No, included in workplace agreement
No, don’t have expertise
No, don’t offer flexible arrangements
No, not a priority
No, other (provide details):
10
Do you have a formal policy or formal strategy to support employees with family and
caring responsibilities?
Yes
Standalone policy
Policy is contained within another policy
Standalone strategy
Strategy is contained within another strategy
No
No, currently under development
No, insufficient human resources staff
No, included in workplace agreement
No, don’t have expertise
No, don’t offer flexible arrangements
No, not a priority
No, other (provide details):
11
Do you have any non-leave based measures to support employees with family and
caring responsibilities?
Yes
No
No, currently under development
No, insufficient human resources staff
No, don’t have expertise
No, not a priority
No, other (provide details):
11.1
To understand where these measures are available, do you have other worksites in
addition to your head office?
Yes
No
11.2
Please indicate what measures are in place and in which worksites they are available
(if you do not have multiple worksites, you would select 'Head office only'):
Employer subsidised childcare
Head office only
Other worksites only
Page 13 of 18
Date submitted:
Unique report number: t6ebkzxjen
Head office and some other worksites
All worksites including head office
On-site childcare
Head office only
Other worksites only
Head office and some other worksites
All worksites including head office
Breastfeeding facilities
Head office only
Other worksites only
Head office and some other worksites
All worksites including head office
Childcare referral services
Head office only
Other worksites only
Head office and some other worksites
All worksites including head office
Internal support network for parents
Head office only
Other worksites only
Head office and some other worksites
All worksites including head office
Return to work bonus
Head office only
Other worksites only
Head office and some other worksites
All worksites including head office
Information packs to support new parents and/or those with elder care responsibilities
Head office only
Other worksites only
Head office and some other worksites
All worksites including head office
Referral services to support employees with family and/or caring responsibilities
Head office only
Other worksites only
Head office and some other worksites
All worksites including head office
Targeted communication mechanisms, for example intranet/forums
Head office only
Other worksites only
Head office and some other worksites
All worksites including head office
None of the above, please complete question 11.3 below
11.3
Please provide details of any other non-leave based measures that are in place and
at which worksites they are available:
12
Do you have a formal policy or formal strategy to support employees who are
experiencing family or domestic violence?
Yes
Standalone policy
Policy is contained within another policy
Standalone strategy
Strategy is contained within another strategy
No
No, currently under development
No, insufficient human resources staff
No, included in workplace agreement
No, not aware of the need
Page 14 of 18
Date submitted:
Unique report number: t6ebkzxjen
No, don't have expertise
No, not a priority
No, other (provide details):
13
Other than a policy or strategy, do you have any measures to support employees who
are experiencing family or domestic violence?
Yes - please indicate the type of measures in place (more than one option can be
selected):
Employee assistance program
Access to leave
Training of human resources (or other) staff
Referral to support services
Other (provide details):
Workplace flexibility; measures for protection at work
No
No, currently under development
No, insufficient human resources staff
No, not aware of the need
No, don’t have expertise
No, not a priority
No, other (provide details):
14
Please tick the checkboxes in the table below to indicate which employment terms,
conditions or practices are available to your employees (please note that not ticking a box
indicates that a particular employment term, condition or practice is not in place):
Managers
Non-managers
Female
Male
Female
Male
Formal Informal Formal Informal Formal Informal Formal Informal
Flexible hours
of work
Compressed
working weeks
Time-in-lieu
Telecommuting
Part-time work
Job sharing
Carer's leave
Purchased
leave
Unpaid leave
14.1
If there are any other employment terms, conditions or practices that are available to
your employees, you may provide details of those below:
Paid lactation breaks; salary sacrifice for purchased leave and on campus childcare;
procedures for bringing children to work when child care is not available; dependent care
allowance for staff travelling on University business; central funding for parental leave;
maintenance of superannuation payments at full salary applied to purchased leave
14.2
Where employment terms, conditions or practices are not available to your
employees for any of the categories listed above, you may specify why below:
Currently under development
Insufficient human resources staff
Page 15 of 18
Date submitted:
Unique report number: t6ebkzxjen
Don't have expertise
Not a priority
Other (provide details):
14.3
Should you wish to provide additional information on any of your responses under
Gender equality indicator 4, please do so below:
Gender equality indicator 5: Consultation with employees on issues concerning gender
equality in the workplace
15
Have you consulted with employees on issues concerning gender equality in your
workplace?
Yes
No
No, not needed (provide details why):
No, insufficient human resources staff
No, don't have expertise
No, not a priority
No, other (provide details):
15.1
How did you consult with employees on issues concerning gender equality in your
workplace (more than one option can be selected)?
Survey
Consultative committee or group
Focus groups
Exit interviews
Performance discussions
Other (provide details):
15.2
What categories of employees did you consult?
All staff
Women only
Men only
Human resources managers
Management
Employee representative group(s)
Diversity committee or equivalent
Women and men who have resigned while on parental leave
Other (provide details):
15.3
Should you wish to provide additional information on any of your responses under
Gender equality indicator 5, please do so below:
We have specific questions under Equity and Diversity in our biannual Climate Survey. These
are mapped to WGEA guidelines for Employer of Choice.
Gender equality indicator 6: Sex-based harassment and discrimination
16
Do you have a formal policy or formal strategy on sex-based harassment and
discrimination prevention?
Yes
Page 16 of 18
Date submitted:
Unique report number: t6ebkzxjen
Standalone policy
Policy is contained within another policy
Standalone strategy
Strategy is contained within another strategy
No
No, currently under development
No, insufficient human resources staff
No, included in workplace agreement
No, don't have expertise
No, not a priority
No, other (provide details):
16.1
Do you include a grievance process in any sex-based harassment and discrimination
prevention policy or strategy?
Yes
No
No, currently under development
No, insufficient human resources staff
No, don't have expertise
No, not a priority
No, other (provide details):
17
Does your workplace provide training for all managers on sex-based harassment and
discrimination prevention?
Yes - please indicate how often this training is provided (‘At induction’ AND one of the
other options can be selected):
At induction
At least annually
Every one-to-two years
Every three years or more
Varies across business units
Other (provide details):
We provide specific training to business areas on request on positive and
respectful workplace behaviour that includes legislation and organisational
procedures for harassment and discrimination
No
No, currently under development
No, insufficient human resources staff
No, don’t have expertise
No, not a priority
No, other (provide details):
17.1
Should you wish to provide additional information on any of your responses under
Gender equality indicator 6, please do so below:
Other
18
Should you wish to provide details of any initiatives that you feel are particularly
outstanding, or that have resulted in improved gender equality outcomes in your workplace,
please enter this information below. (As with all of the questions in this questionnaire, any
information you provide here will appear in your public report.)
Page 17 of 18
Date submitted:
Unique report number: t6ebkzxjen
Notification and access
List of employee organisations
National Tertiary Education Industry Union (NTEU)
Community and Public Sector Union (CPSU)
United Voice
CEO sign off confirmation
Name of CEO or equivalent
Confirmation CEO has signed the report
CEO Signature:
Yes
Date:
22 July 2015
Page 18 of 18